『The People Powered Business Podcast』のカバーアート

The People Powered Business Podcast

The People Powered Business Podcast

著者： Kristy-Lee Billett
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Managing people shouldn't be the hardest part of running your business. But for most small business owners, it is. Each week, Australian small business HR expert Kristy-Lee Billett tackles the real challenges business owners face with their teams. From hiring the right people the first time, to handling difficult conversations, staying compliant, and mastering the mental game of being the boss. With 300+ episodes, this is one of Australia's longest-running small business HR podcasts. Practical, real worlds advice for business owners with teams of 3 to 40 people. If you're dealing with a people problem right now, or want to avoid the next one, this is the podcast for you.760331 マネジメント マネジメント・リーダーシップ リーダーシップ 経済学
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  • Workplace Wellness Isn’t What You Think with Author and Strategist Amy Green

    Workplace Wellness Isn’t What You Think with Author and Strategist Amy Green
    2026/07/14
    Hello and welcome to Episode 332 of The People Powered Business Podcast.Have you thrown money at wellbeing perks in your business, morning teas, a gym membership, maybe even a "wellness day," and still feel like your team is running on empty? You're not doing it wrong. You've just been sold the wrong fix, and you're definitely not alone.I keep hearing this from business owners I work with. They genuinely care about their people, they've ticked the boxes they were told to tick, and they're still watching staff disengage, burn out or walk out the door anyway.It's estimated Australian businesses spend around $64 million a year on wellbeing initiatives, and most of it goes towards treating symptoms rather than causes. So for this episode I sat down with workplace wellbeing strategist, speaker and author Amy Green. Amy's a former teacher and school leader who's spent the last decade working with schools, corporates and individual leaders, helping them properly rethink what keeps people well at work, rather than just papering over the cracks.We get into why burnout is so much more than being tired on a Friday afternoon, and why the perks-based approach to wellbeing (think ping pong tables and free coffee) misses what people actually need to thrive. Amy explains the difference between wellbeing that feels good for five minutes and the kind that sustains people long term, and why trust, autonomy and accountability all need to work together if you want a team that performs well and stays well, not one you're checking up on at 5.15pm on a Friday.She also shares a great example of how trust is actually built (hint: it's not by handing it over all at once, and it's not by micromanaging either), and why so many leaders confuse a lack of clarity for a lack of trust. We talk about the generational change happening in how people think about work and success, including a story about her eleven-year-old nephew's dream job that will make you think differently about what the next generation wants from work.We finish with a look at Amy's brand new book, The Wellness Paradox, which explores six paradoxes she sees playing out again and again in workplaces just like yours, including the paradox of success and why so many high achievers doing "all the right things" end up more exhausted, not less.In this episode we cover:What burnout actually is, and why it's not the same as feeling tired or overworkedWhy perks like massages, morning teas and gym memberships aren't fixing your team's wellbeing, and what willThe difference between wellbeing that feels good in the moment and wellbeing that actually sustains your teamHow trust, autonomy and accountability need to work together if you want your team to thrive without you watching over their shoulderWhy the old markers of success are being rejected by the next generation of workers, and what that means for how you leadTo connect with Amy:Amy’s website: https://amygreen.com.auLinkedIn: https://www.linkedin.com/in/amygreen/Instagram: https://www.instagram.com/amy_._green/To connect with Kristy-Lee:DM me on Instagram @kristy.lee.billettConnect with me on LinkedIn:https://www.linkedin.com/in/kristyleebillett/Email me at hello@peoplepoweredbusiness.com.auBook a 15-minute clarity call:https://calendly.com/kristyleebillett/chat What this episode coversThis episode unpacks why so many workplace wellbeing initiatives fail to reduce burnout, even when businesses are genuinely investing in them. Workplace wellbeing strategist Amy Green explains the real difference between quick-fix wellbeing perks and the conditions that actually sustain a team long term, and why trust, autonomy and accountability need to work together rather than in isolation. It's suited to business owners and leaders who want their wellbeing efforts to actually work, not just tick a box. Key insight from this episodeMost workplace wellbeing initiatives fail because they treat the symptom rather than the cause. Perks like massages, morning teas and gym memberships address short-term, feel-good wellbeing, but they do nothing to fix the underlying conditions, unclear expectations, low trust, lack of autonomy, that are actually driving burnout and disengagement. What you'll take awayUnderstand the real difference between burnout and everyday tiredness or overworkRecognise when a wellbeing initiative is addressing a symptom rather than the actual causeLearn how trust, autonomy and accountability work together to build a team that performs and stays wellSee how generational expectations of work and success are changing, and what that means for retentionGet a clear framework for rethinking what wellbeing actually looks like inside your own business
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    36 分
  • 3 Ways Your Desire to Be Liked Is Driving Down Performance

    3 Ways Your Desire to Be Liked Is Driving Down Performance
    2026/08/18
    Hello and welcome to Episode 337 of The People Powered Business Podcast.Have you softened a deadline because you didn't want to be the bad guy? Let a piece of work that wasn't good enough slide because pulling someone up on it felt like an uncomfortable conversation you'd rather avoid? Said yes to something you really wanted to say no to, just to keep the peace? None of those moments feel like a big deal on their own. But they're all quietly costing you performance, and there's one thing running through every single one of them: wanting to be liked by your team.I've been circling a similar theme on the podcast over the last few weeks, and there's a reason for that. I'm celebrating 20 years in business this year, and reflecting on two decades of working with business owners, a handful of truths keep coming back to me. One of the biggest is this: so many of us are chasing being liked by our team, almost wanting to treat them like family, and in the process we miss the thing that actually matters more, which is earning their respect. You can have both. But you can also have a team that likes you and walks all over you because they don't respect you, and if I had to choose, I'm choosing respect every time, because that's the thing that actually drives performance.In this episode I'm breaking down three specific ways your desire to be liked might be quietly driving your team's performance down: letting the small stuff slide, slowing your decision-making down to keep everyone comfortable, and what happens when your best people start noticing the pattern. I also get into what actually earns respect, because it's not about being cold, ruthless or hard-nosed, and why more than ever respect isn't something that comes automatically with the job title. It has to be earned.In this episode we cover:Why letting small things slide, like late starts, missed details or average work, quietly resets what your team believes is an acceptable standardHow defaulting to decisions by committee to avoid pushback slows you down and rarely produces the right call for the businessWhat your best people notice when you let things slide, and why it's often the fastest way to lose themThe real difference between being liked and being respected, and why respect is what actually drives performanceA simple reframe to shift your focus from being liked to earning respect, without losing your warmth as a leaderLinks & Resources:💬 DM Kristy-Lee on Instagram @kristy.lee.billettConnect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/Email me at hello@peoplepoweredbusiness.com.auBook a 15-minute clarity call: https://calendly.com/kristyleebillett/chatWhat this episode coversMany small business owners default to wanting their team to like them, sometimes treating their team like family, without realising that likeability and respect are not the same thing, and only one of them actually drives performance. This episode breaks down three specific ways the desire to be liked quietly erodes a team's output: tolerating small lapses in standards, slowing decision-making to seek consensus, and losing top performers who notice the double standard. It's for business owners who sense their team could be performing at a higher level and want to understand what's actually holding that back.Key insight from this episodeBeing liked is a bonus. Being respected is the job. A leader who lets small things slide or makes decisions to please everyone isn't being kind, they're quietly teaching their team that the standard is negotiable. Respect, not likeability, is what gets a team to follow through, trust a leader's judgement, and perform at their best.What you'll take awayRecognise how tolerating minor lapses, like late starts or under-par work, resets the standard the whole team performs toUnderstand why seeking consensus or approval before making a decision usually produces a weaker outcome for the businessSee why top performers are often the first to disengage or leave when standards are applied inconsistentlyLearn what actually earns a team's respect, honesty, consistency and clear decisions, as distinct from being likedApply a simple reframe to prioritise respect over likeability without losing warmth as a leader
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    15 分
  • Stop Waiting to "Feel" Ready. You're Making It Worse.

    Stop Waiting to "Feel" Ready. You're Making It Worse.
    2026/08/25

    Hello and welcome to Episode 338 of The People Powered Business Podcast.

    You've known for two months, maybe longer, that you need to fire this person. You've rehearsed the conversation in the shower, in the car, a hundred times in your head. You keep telling yourself you'll do it when you feel ready, when the timing is right, when they've had one more chance. Here's the truth: that day isn't coming, and every week you wait, nothing is staying the same. It's getting worse.

    I've been in business for 20 years, and I've spent most of that time helping business owners navigate what I call the mental game of being the boss. Firing someone, admitting a hire hasn't worked out, having the conversation that makes your stomach drop, none of it gets easier with experience. I still don't feel ready when I have to do these things, and this is what I do for a living. If I don't feel ready after 20 years of doing this and teaching other people to do it too, I can't expect you to feel ready either. So this week I wanted to call out the myth of feeling ready, because waiting for it isn't harmless. It's quietly costing you at every level of your business, and your team is watching you tolerate the thing you should have dealt with weeks ago.

    In this episode I'm unpacking why readiness is a feeling, not a prerequisite, and why waiting for it means you end up making the call on someone else's behalf instead of your own. I share the three places I see this show up most in business: delaying a termination, refusing to admit a hiring mistake, and putting off a difficult conversation, plus the trap that catches most of us, waiting until we hit the point of explosion instead of dealing with the issue early, which is often when things get messy and expensive. Rehiring a role can cost you anywhere from half to three times that person's annual salary, so the wrong hire you're avoiding dealing with is more expensive the longer it sits there. I also talk about what doing it scared actually looks like in practice, because that's the reality for all of us, no matter how many times we've done it or how prepared we are. Preparation dulls the discomfort, it doesn't switch it off, and that's something worth knowing before you go in expecting to feel calm.

    In this episode we cover:

    • Why feeling ready is a myth, and what you're actually doing every time you wait for it
    • Why admitting you hired the wrong person is good leadership, not failure
    • Why delaying a termination isn't kindness, it's choosing your own discomfort over your team's wellbeing
    • The explosion trap, and why waiting for the perfect moment makes the eventual conversation harder, not easier
    • What doing it scared actually looks like, and how to prepare without needing to feel calm first

    Links & Resources:

    💬 DM Kristy-Lee on Instagram @kristy.lee.billett

    Connect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/

    Email me at hello@peoplepoweredbusiness.com.au

    Book a 15-minute clarity call: https://calendly.com/kristyleebillett/chat

    What this episode covers

    This episode is for business owners who are stalling on a hard decision, whether that's terminating an employee, admitting a hiring mistake, or having a conversation they've been avoiding. It explains why waiting to feel ready keeps the problem alive and usually makes it worse, and outlines what taking action before feeling ready actually looks like in practice.

    Key insight from this episode

    There is no future version of a business owner who finds firing staff, admitting a bad hire, or having a difficult conversation easy. Feeling ready is not a prerequisite for taking action, it is simply a feeling, and waiting for it is often avoidance in disguise. The business owners who move fastest are not the ones who feel most confident, they are the ones who prepare well and act anyway.

    What you'll take away

    • Recognise when "waiting for the right moment" is actually avoidance
    • Understand why admitting a wrong hire is a leadership strength, not a weakness
    • See why delaying a termination affects team morale and performance more than the termination itself does
    • Learn how to prepare for a difficult conversation without needing to feel ready first
    • Build a simple approach for taking action before confidence arrives, not after
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    17 分
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